2. Definition and Meaning of Recruitment
 According to Edwin B. Flippo,“ Recruitment is the
process of searching the candidates for employment
and stimulating them to apply for jobs in the
organisation”
 Is the activity that links the employers and the job
seekers. A process of finding and attracting capable
applicants for employment

3. Selection
 Definition According to Thomas stone “Selection is the process
of differentiating between applicants in order to indentify and
hire those with a greater likelihood of success on the jobs
In simple words……
It is the functions perform by the management of selecting the
right employees at the right time After identifying the sources of
human resources, searching for prospective employees and
stimulating them to apply for jobs in an organization .The
objective of the selection decision is to choose the individual
who can most successfully perform the job from the pool of
qualified candidates.

4. Recruitment Selection
 It the process of searching the  It Involves the series of steps by
candidates for employment and which the candidates are screened
stimulating them to apply for jobs in for choosing the most suitable
the organization. persons for vacant posts. T
 The basic purpose of recruitments is  he basic purpose of selection
to create a talent pool of candidates process is to choose the right
to enable the selection of best candidate to fill the various
candidates for the organisation, by positions in the organisation.
attracting more and more  Selection is a negative process as it
employees to apply in the involves rejection of the unsuitable
organisation. candidates.
 Recruitment is a positive process i.e.  Selection is concerned with
encouraging more and more selecting the most suitable
employees to apply . candidate through various
 Recruitment is concerned with interviews and tests.
tapping the sources of human  Selection results in a contract
resources. of service between the employer and
 There is no contract of recruitment the selected employee.
established in recruitment

5.  Internal recruitment  External recruitment
 Transfers  Recruiting on Internet
 Promotions (through  Job centers
Internal Job Postings)  Advertising
 Re-employment of ex-  Employment Agencies
employees  Recruiters
 Employee referrals
 Job Fairs

6. Internal recruitment External recruitment
Advantages Advantages
 Cheaper and quicker to recruit  Outside people bring in new ideas.
 People already familiar with the business  Larger pool of workers from which to
and how it operates. find the best candidate.
 Provides opportunities for promotion  People have a wider range of experience.
with in the business – can be motivating.
 Business already knows the strengths
and weaknesses of candidates
Disadvantages
Disadvantages  Longer process.
 Limits the number of potential  More expensive process due to
applicants. advertisements and interviews required.
 No new ideas can be introduced from
outside the business.
 Creates another vacancy which needs to
be filled.

7. Recruitment needs are of three types
 PLANNED
 ANTICIPATED
 UNEXPECTED

8. Trends are being seen in recruitment
 Outsourcing
 Poaching
 E-Recruitment

9. Recruitment Process
 Identify vacancy
 Prepare job description and specification
 Advertising the vacancy
 Managing the response
 Short-listing
 Arrange interviews
 Conducting interview and decision making

10. Able & Suitable
Manageability
& Willingness
Teamwork
Ideal Candidate
Professional Problem Solving
Behavior & Demeanor Abilities

11. Lacks Skills to do the job
Not team Player
Not my job syndrome
Problems with co/workers
Bad Hire
Part of the problem
Un-Professional
Not the solution

12. Personal Profile
 Drive: A desire to get things done. Goal-Oriented.
 Motivation: Enthusiasm and willingness to ask questions.
Does extra on every job.
 Communication skills: The ability to talk and write
effectively to people at all levels.
 Chemistry: Gets along with others, A team player.
 Energy: Someone who goes the extra mile, pays attention to
detail, looks for solutions.
 Determination: Does not quit when a problem gets tough.
 Confidence: Not arrogant. Poise. Friendly, honest and open
to employees high and low. Not intimidated by
management, nor overly familiar.

13. Professional
 Reliability: Following up, not relying on anyone else to ensure the job is
well done, keeps management informed.
 Honesty/Integrity: Taking responsibility for own actions, Good and
bad.
 Pride: Pays attention to details all jobs done to best of their ability.
 Dedication: Whatever it takes in time and effort to see a project
through to completion.
 Analytical Skills: Weighing the pros and cons. Weighing the short-and
long term benefits against all possible negatives.
 Listening Skills: Listening and understanding, as opposed to waiting
your turn to speak.

14. Uses for the Profiles
 Placement
 Promotion
 Self-improvement
 Coaching
 Succession planning

15. Profiles can generate the following
 Individual Report- A guide for self-understanding
 Placement Report- Selecting the right people through Job
Match
 Multi-Job Match Report- Useful for succession planning
and reassigning employees to new positions.
 Coaching Report- An excellent training and development
tool
 Job Analysis Survey Report- Used with job descriptions to
more accurately define job requirements.
 Summary Reports- To give you a “snapshot “ of
information.